Employment and Pay Information (Part Time)

Terms and Conditions of Employment and Pay Information for Part Time Faculty

General Provisions

Acknowledgment of part-time faculty class assignments and the following additional terms and conditions constitutes an employment contract between part time faculty and CNM for the prescribed term.

Part time faculty employment is governed by the Collective Bargaining Agreements (CBA). The collective bargaining agreement between CNM and the Union can be accessed on line by going to HR’s home page and then clicking on “Collective Bargaining Agreements” found under the heading of “Policies and Procedures.” 

The employment relationship between part time faculty and CNM is term to term. Part time faculty assignments are based on operational need, qualifications, demonstrated competency, and availability. Part time faculty assignments do consider the faculty member’s preference. However, there is no guarantee of an assignment(s) or of any particular assignment(s) from one term to the next.  Failure to re-hire or renew a part time faculty member’s contract in a subsequent term(s) does not constitute dismissal (termination), does not require any reason to be provided, and cannot be grieved or challenged.

Class assignments will be null and void if the minimum number of students enrolled in order for the course(s) to make, is not met.

This contract is subject to the provisions of the Employee Handbook, as revised at any time. To the extent not specifically contrary to the provisions herein, the Employee Handbook is incorporated into this contract. To the extent any provision in this contract is specifically contrary to the provision of the collective bargaining agreement, the CNM Part Time Faculty Collective Bargaining Agreement will govern.

Pay & Benefits

Beginning with the Fall Semester 2013, part time faculty who teach full term assignments will receive pay during the first pay period after the course begins. In addition, beginning with Summer Semester 2013, part time faculty pay will not be extended through the breaks except under the following two conditions:

  1. Personal Request: Instructors who prefer to manage their income from CNM by receiving pay through the breaks may request to continue having their earnings spread throughout the year. However, the request must be formalized.  An instructor may formally request pay to be extended by completing and submitting an Authorization to Extend Pay Over Breaks Form to the Payroll Office. 
  2.  An instructor receiving health benefits will automatically have their pay extended so that deductions for premiums will continue in order to ensure that insurance coverage remains intact. If an instructor who previously received benefits drops below eligibility, pay will not be extended for that semester, unless a new request is made to extend pay over the breaks.

Pay for short-term courses will be divided by the number of pay checks within the start and end date of the course part-of-term.

If a part time faculty member is required to attend either a once- per- term full departmental meeting or an orientation, they shall be paid $27.00 per hour, for a maximum of two hours per term for those meetings. With the approval of the Dean, part time faculty members may be paid a maximum of four additional hours a term for additional instructional related work that does not include classroom time, but may include convocation.

Other required or optional departmental activities are part of the regular workload. Instructors will receive the rate of pay per each course taught and will perform required duties on campus as determined by their Dean. This shall include all meetings, preparations, and other professional duties as determined by their Dean, other than the once- per- term department meetings or orientations previously mentioned.

Leave benefits are not available for part time instructors who are otherwise employed at CNM in a full time capacity. When a part time faculty member is absent from a scheduled class assignment and leave has not been approved, pay will be docked in accordance with the chart below.

Part-Time Faculty Dock Pay Rates

Tier 1 - "D" Level Hourly
Bachelor's D1 $54.40
Master's D2 $61.20
PHD or Terminal D3 $68.00

Tier 2 - "C" Level Hourly
Bachelor's C1 $64.60
Master's C2 $71.40
PHD or Terminal C3 $78.20

Pay Calculations

Effective with Fall Semester 2018, course pay will no longer be calculated based on contact hours. Course pay will now be calculated based on credit hour, degree status, and tier, for lecture hour courses. Non-lecture courses (labs) will be based on credit hour and tier only. Degree status is not a factor when computing pay for non-lecture courses.

The value per credit hour in each category will be documented in an appendix that will replace the Course Compensation Schedule that was previously attached to the Part-time Faculty CBA. The value per credit hour will vary depending on the method of instruction. Office hours will still be required, if applicable, as determined by the Academic Schools.

With the conversion to the credit hour methodology for the calculation of course pay, part-time faculty in steps A and B will be combined into a single category designated as Tier 2. All other part-time faculty (those in steps E and F) will be combined into a single category designated as Tier 1. The establishment of tiers is for pay purposes only. 

An extract of the appendix follows:

Credit Hour Methodology For Calculation of Part-time Faculty Course Pay

Per Credit Hour Pay Scale

Tier 1
Credit Hour Rate

Tier 2
Credit Hour Rate

 Lecture: Bachelor’s Educated or Less   $816  $969
 Lecture: Master’s Educated  $918  $1,071
 Lecture: Doctorate or Other Terminal Degree Level  $1,020  $1,173

(Including Laboratory, Practicum, Cooperative/ Internship / Externship, Field Experience, Clinical, Clinical Intensive)

$2,703 $3,060
Studio $1,479 $1,683

Notice to Retirees Who Have Part Time Teaching Assignments

According to Educational Retirement Board (ERB) regulations, employees who have accepted ERA retirement may work for an ERB-covered employer after retirement without qualifying or applying for the Return to Work Program, but earnings are limited. The regulation provision that allows this is called the "Greater of 0.25 FTE or $15,000 RTW Exception." Under this Exception, an employee may earn, on an annual basis, the greater of $15,000 or an amount equal to 25% of the salary for the full-time equivalency (FTE) of the job the employee is doing without affecting retirement benefits. The salary for the Greater of 0.25 FTE or $15,000 RTW Exception is calculated on a fiscal year basis; defined as July 1 through June 30. Employees who exceed these thresholds during the fiscal year forfeit their retirement status and lose their retirement benefits.  Therefore, retirees who return to work under this provision are responsible for tracking their earnings to ensure they do not exceed the threshold.

Acknowledgement Statement

Part time faculty Acknowledging Course Assignments indicates that you understand and accept the terms and conditions contained herein and that your assignments and the assignment data are accurate. To avoid any errors regarding your pay or assignment(s), please respond with your acknowledgement within one week.

Frequently Asked Questions for Calculating Part-time Faculty Course Pay

How will the recent changes to the Part-time Faculty Collective Bargaining Agreement (CBA) impact my pay?

The workload formula based on contact hours that was previously used to calculate course pay no longer applies.

The new methodology for calculating course pay is based on three distinct categories, which follow: 

  • Lecture hour pay is based on the number of credit hours, degree level, and tier.
  • Lab pay is based on the number of credit hours and tier. Degree level is not a factor.
  • Studio pay is based on the number of credit hours and tier. Degree level is not a factor.

The value per credit hour for each category will be documented in an appendix that will replace the Course Compensation Schedule that was previously attached to the Part-time Faculty Collective Bargaining Agreement. 

When does this change go into effect?

The 2018 Fall Semester.

What is the criteria for determining tier level?

Part-time faculty previously in steps A and B will be combined into Tier 2. All other part-time faculty (those previously in steps E and F) are in Tier 1. Employees previously in steps A and B are those individuals who taught at least 6 terms between the summer of 1993 and the fall of 2002. Employees previously in steps E and F are those individuals who were hired after the fall of 2002.

Can employees progress from Tier 1 to Tier 2?

There is no option that enables an employee to change tiers.

How does this affect my percent of responsibility?

The credit hour method for calculating course pay will not affect percent of responsibility. Percent of responsibility will still be factored into the calculation of pay as it was before.

Does the credit hour method affect my benefits?

No, the credit hour method does not change the criteria used to qualify for benefits.  According to the Collective Bargaining Agreement, part-time faculty members are determined to be eligible for benefits annually based on a look back period from October through September each year. 

Are contact hours evaluated when determining benefit eligibility?  

If a part-time faculty member does not qualify for benefits based on credit hours, the College is still required under the provisions of the Affordable Care Act to assess benefit eligibility based on contact hours.

Does the credit hour model include office hours?

Pay for office hours is included in the credit hour rate. Office hours will still be required, if applicable, and leave for office hours will need to be submitted as usual. Consult with your Associate Dean/Academic School.

Will any of these changes affect my FLAC contract and how I acknowledge my contract?

No, you will still need to login to self-service and acknowledge your load and compensation.